Hello everyone, Could anyone help me with the important(general) 5-6 KRA’s of HR Manager, please? Thanks in advance!
From India, Delhi
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4From India, Delhi
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Hi, I have created the following KRAs with the help of information available on the internet. Please review and provide feedback on their relevance for an HR Manager role:
KRAs for HR Manager:
1. Recruitment and Selection
2. Performance Management - Transparent performance appraisals
3. Reward Management - Compensation and Benefits
4. Building capabilities and Organizing Learning - Training needs analysis, organizing training workshops, Employee Development
5. Ensuring a Safe and Healthy Workplace
6. Implementing Effective HR Management Systems, Support, and Monitoring - Workplace Management and Employee Relations
Please let me know your thoughts on these KRAs. Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
KRAs for HR Manager:
1. Recruitment and Selection
2. Performance Management - Transparent performance appraisals
3. Reward Management - Compensation and Benefits
4. Building capabilities and Organizing Learning - Training needs analysis, organizing training workshops, Employee Development
5. Ensuring a Safe and Healthy Workplace
6. Implementing Effective HR Management Systems, Support, and Monitoring - Workplace Management and Employee Relations
Please let me know your thoughts on these KRAs. Thank you.
From India, Delhi
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@ JYOTI
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You are here: Experts > Jobs/Careers > Human Resources > Human Resources > KRA, KPA, KPI of HR??
Human Resources - KRA, KPA, KPI of HR??
--------------------------------------------------------------------------------
Expert: Leo Lingham - 6/9/2008
Question
What's KRA, KPA and KPI?
I am making the KRAs, KPAs, KPIs for HR activites. Please hepl me, WHAT ARE THEY? EXAMPLE FOR HR?
Get the answer below
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How to select the right KPIs? Free search in 2500+ KPIs
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mbs.edu.sg/HumanResourcesManagement
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Answer
TIEPNK,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===================================
1.WHAT ARE KRA ---KPA --- KPI.
Key Result Areas [KRA]
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
Identifying KRAs helps individuals: · Clarify their roles · Align their roles to the organisation’s business or strategic plan · Focus on results rather than activities · Communicate their role’s purposes to others · Set goals and objectives · Prioritize their activities, and therefore improve their time/work management · Make value-added decisions
Description of KRAs
Key result areas (KRAs) capture about 80% of the department's work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
with regards
rajshree
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You are here: Experts > Jobs/Careers > Human Resources > Human Resources > KRA, KPA, KPI of HR??
Human Resources - KRA, KPA, KPI of HR??
--------------------------------------------------------------------------------
Expert: Leo Lingham - 6/9/2008
Question
What's KRA, KPA and KPI?
I am making the KRAs, KPAs, KPIs for HR activites. Please hepl me, WHAT ARE THEY? EXAMPLE FOR HR?
Get the answer below
Sponsored Links
Key Performance Indicator
How to select the right KPIs? Free search in 2500+ KPIs
KPI Library
Human Resources courses -
A part of our Business Mgmt program @ Melior Int'l College. Learn more!
mbs.edu.sg/HumanResourcesManagement
Balanced Scorecards
Easy Balanced Scorecard Software See Examples. Free Download!
SmartDraw - Communicate Visually
HR Jobs in Dubai
Job opportunities in HR and Recruitment
www.GulfTalent.com
Answer
TIEPNK,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===================================
1.WHAT ARE KRA ---KPA --- KPI.
Key Result Areas [KRA]
“Key Result Areas” or KRAs refer to general areas of outcomes or outputs for which the department's role is responsible. A typical role targets three to five KRA.
Value of KRAs.
Identifying KRAs helps individuals: · Clarify their roles · Align their roles to the organisation’s business or strategic plan · Focus on results rather than activities · Communicate their role’s purposes to others · Set goals and objectives · Prioritize their activities, and therefore improve their time/work management · Make value-added decisions
Description of KRAs
Key result areas (KRAs) capture about 80% of the department's work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organisation).
with regards
rajshree
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